The Class Act Candidate
 

The Class Act Candidate

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The Class Act Candidate The Class Act Candidate Presentation Transcript

  • The “Class Act” Candidate Explore new job opportunities without alerting, alarming, or burning bridges!
  • introduction A ccording to the Kelly Global Workforce Index™, nearly 64 percent of the U.S. workforce considered switching jobs in 2013, with similar expectations for 2014. If you count yourself in this group, remember that changing companies (or making the decision to stay where you are) is a process, and there’s an above-board way of letting it play out that won’t 64% damage your tenure, or the confidence placed in you by your employer and coworkers. Unfortunately, some job seekers are careless, leaving an unnecessary trail of burnt bridges on their way out the door. Others who tip off their employers to their job search intentions, and then opt to stay at their current position, find that a negative perception becomes a barrier to raises or promotions—or worse: the employer associates the employee with a tenuous status, and begins searching for a replacement. 2 of the US workforce considered switching jobs in 2013
  • 5 tips 3 For job seekers who are currently employed, and who want to explore the job market without losing their good reputation (or their job).
  • 1R respect the one you’re with esolve to keep a clear line drawn in the sand between your job and your job search. If you have a lull in your workload, refrain from making phone calls from your office that are related to your job search. Don’t use your work computer to hunt for jobs—even during a lunch break. Everyone should always assume that the activity on a work-issued PC, tablet, or laptop is being monitored. Remember that should you leave, another employee will inherit your PC/laptop and possibly your search history; leave only work-related footprints of how you’ve spent your work hours. 4 You don’t want to be perceived as the employee with one foot out the door
  • 2Y LinkedIn is a loud amplifier ou may not be devoting time to your business-facing online profile, but it’s likely that prospective employers will be checking out your LinkedIn presence early in the hiring process. You may be tempted to play catch up, but this is a sure tip- off to anyone who’s paying attention. Nothing broadcasts to your network (and employer) that you’re in the job market like a sudden onslaught of activity, especially when it includes recommendations from past bosses and associates, when there had been very little previous engagement. Adopt a slower ramp-up. If possible, begin engaging with LinkedIn as far ahead of your job search as possible. If you don’t do this already, spend time promoting your current employer and industry through your LinkedIn network. This is just good business practice no matter where you work or what your intentions are. Reach out to your co-workers and associates with invitations to connect. And be sure to check the many resources LinkedIn provides for job seekers. 5
  • 3N “How about that weather?” o matter how “tell all” the flow of conversation becomes at lunch, do not reveal that you are job-hunting, or considering leaving your company. Do not confide in your work partner, lunch buddy, or even the one co-worker who you consider to be a true friend. Your professional reputation and your current situation are worth protecting, and if you don’t keep your own secret, you can’t expect anyone else to. It could be a mistake to overestimate a co-worker’s loyalty to you once you declare your hopes to leave. Remember—if it could be damaging in any way to your career and work status to have your job search discovered, keep this information on the down low. 6 Your professional reputation and your current situation are worth protecting, and if you don’t keep your own secret, you can’t expect anyone else to
  • 4W Interview on your own time hile it’s truly no one’s idea of a vacation, be sure to use your paid time off when scheduling your interviews. If you are considering changing companies, even within the year, set aside a block of your vacation or personal days for this purpose. As a class-act candidate, don’t use all your vacation days and then expect your current employer to absorb your unplanned absences (in the guise of bogus sick days or emergency family leave). You may be able to fit in a phone screening during a lunch break, but for critical in-person interviews, you will want to be completely devoted to the moment. If an interview goes well, and you’re offered an impromptu tour or an extended conversation, you can wholeheartedly engage, instead of begging off to catch an afternoon meeting you scheduled at work. 7 While it’s truly no one’s idea of a vacation, you should allot and use your paid time off when scheduling your interviews
  • 5I Is the grass greener? t’s easy to start entertaining greener-grass daydreams of how much better a new work environment will be, especially after, say, being handed a seemingly impossible deadline—but leave your daydreams at home. It will be extremely hard to check back in to your current responsibilities at work once you begin to mentally check out. Stay grounded in reality, and check your work ethic and your attitude daily. The truth is, you may not find an ideal position for some time, so be fully engaged where you are. Also, while expending energy exploring external options, ask yourself if you have honestly exhausted all internal advancement opportunities where you work. Schedule time to discuss your career goals and promotion opportunities with your supervisor. You may find the options you’re looking for within your existing company. 8
  • Remain above-board throughout your job search process, and avoid burning bridges. If and when you actually do give your notice to your current employer, you can count their sincere surprise and regret at your departure as one measure of a successful exit. As a world-class staffing organization, Kelly® is dedicated to connecting job seekers to their ideal job. Get started today by searching our jobs at Kelly Career Network®, joining our Talent Network, or by visiting www.kellyservices.com to learn more. 9
  • About the Author Johnny Jiang is a Recruiting Manager for Kelly Services Strategic Accounts and Operations (SAO) with an expertise in high-Tech recruitment and market strategy, spanning across several industries such as Consumer, Life Sciences and Automotive. After a six-year career in the Silicon Valley encompassing roles ranging from Technical Recruiter to Recruiting Manager, Johnny decided it was time for a change of scenery and moved to Roseville, CA; shortly after he joined Kelly Services. He currently manages the SAO IT vertical, focused on servicing the IT recruitment needs of multiple key SAO accounts nationwide. Johnny received a B.S. and B.A. degree from UC San Diego, in Management Science and Psychology. About Kelly Services® Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than 560,000 employees annually. Revenue in 2012 was $5.5 billion. Visit kellyservices.com and connect with us on Facebook, LinkedIn, and Twitter. Download The Talent Project, a free iPad app by Kelly Services. This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2013 Kelly Services, Inc. EXIT